54 Suspension Without Pay: When the severity of the offense warrants it or when warnings or written reprimands have not been effective, an appointing authority may suspend a classified employee for a period not to exceed 30 calendar days. The director of BCN Human Resources must be consulted when considering this action, which must be reported on a Personnel Action Form (PAF) and NPD-41 specificity of charges. The pre-disciplinary hearing procedure must be followed for permanent employees. Demotion (including reduction of pay within rate range): There is some question as to advisability of using demotions as a disciplinary measure because it sometimes creates additional problems. However, in a particular case this may be the best available disciplinary method and may be considered. The director of BCN Human Resources must be consulted when considering this action, which must be reported on a PAF and NPD-41 specificity of charges. The pre -disciplinary hearing procedure must be followed for permanent employees. Dismissal: This is the severest disciplinary measure that can be taken and should be used only after corrective efforts have proved ineffective or when the offense is so serious that there is no other alternative. The director of BCN Human Resources must be consulted before any formal action is taken, which must comply with the pre-disciplinary hearing procedure. This action must be reported on a PAF and, for permanent employees, on a NPD-41 specificity of charges. Sexual Violence Prevention Education & Awareness Programs The TMCC Sexual Violence Awareness and Prevention Program provides online training for all incoming freshmen, transfer students and college community members. This education includes information about the nature, dynamics and common circumstances and effects associated with sexual assault, domestic violence, dating violence and stalking. The program includes information about risk reduction and bystander intervention strategies. In addition to these programs, each year the program presents and sponsors sexual violence prevention programs, lectures, training sessions and workshops to classes and student organizations. The Human Resource Office also maintains an extensive library pertaining to violence and sexual assault. In addition, TMCC prepares and widely distributes numerous educational brochures and other publications. TMCC provides periodic training relating to thr prevention and handling of sexual assault, domestic violence, dating violence and stalking to all relevant personnel including University Police Services officers, student conduct staff and hearing officers, college investigators and other staff associated with the Title IX program. The TMCC Human Resources Office provides education relating to sexual harassment prevention. All instructor-led programs include information about the prevention and handling of sexual violence. Several TMCC offices collaborate on a variety of other activities throughout the academic year designed to ensure that all members of the TMCC community are aware of the policies and resources pertaining to issues of sexual violence. This includes communications with the campus community through a variety of methods, use of social media, tabling events, flyers, and special events. Public Information Regarding Sex Offenders The state of Nevada requires sex offenders to register with the police in the jurisdiction in which they reside, as well as with campus police departments if they are a student, working or carrying on a vocation on campus. The Nevada Sex Offender Registry is available at http://www.nvsexoffenders.gov/. Individuals who must register with University Police Services may schedule an appointment to do so. Please call (775) 784-4013 or stop by the University Police Services Substation in the Red Mountain Building, room 243 to schedule an appointment.
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